Internal Recruitment of Software Developers: Strategy and Roadmap

This report analyzes the process of internal recruitment for a software developer position. It outlines the definition of internal recruitment and its advantages over external recruitment, including methods like job boards, employee referrals, and promotions. The report details a roadmap for internal recruitment, encompassing planning, strategy development, candidate searching, system development, and legal considerations. It highlights the assumptions, such as the urgency of the position and the focus on internal candidates due to a new business venture in China. The report emphasizes the importance of targeted group recruitment based on KSAOs (Knowledge, Skills, Abilities, and Other characteristics) to find the right candidate. It also explores internal recruitment strategies, including closed, open, and targeted approaches, recommending a targeted strategy for this scenario. Advantages of a targeted strategy, recruitment sources, and communication messages are discussed. The report concludes with recommendations for Sysplus, emphasizing the importance of a proper recruitment roadmap and the value of internal recruitment in building company goodwill. The report references relevant literature to support its arguments.

Running head: INTERNAL RECRUITMENT
Internal recruitment
Software developer
Student name:
Course work:

INTERNAL RECRUITMENT
In this present paper, we will discuss the internal recruitment of software developer. We will
discuss the roadmap of recruitment, assumptions, targeted KSAOs and internal recruitment
strategy. Internal recruitment is defined as the process of recruiting employees through internal
formal and informal resources. It provides some benefits over external recruitment. The
recruitment can be done through internal job boards, employee referral, promotions, and
supervisor referrals. The roadmap of internal recruitment firstly considers the mission a division
of a company. The mission of a company is “connecting you everywhere”. The plan for internal
recruitment requires the following steps: First step is Recruitment planning in which framework
of recruitment policy is created which addresses organizational and administrative issues
(Hampson et al., 2015). The second step is Strategy development which is directed towards
when, where and how to look for qualified internal candidates. Third step is searching of internal
candidate it includes the communication message and medium for the notification of job
vacancy. Fourth step is System development which is a process of developing a system to make
a transaction to recruit the applicants. Fifth step is Consideration of legal issues which includes
mainly three issues namely Affirmative action program regulations, the glass ceiling, and bona
fide seniority system.
The assumptions regarding this recruitment are that the position is urgent to fill as there are
various activities concerning the software developer that are required to be done. Moreover, the
assessment of the internal individuals will be done prior to recruitment. The budget for the
recruitment is ample however time is limited therefore the major focus in towards the internal
candidates. As the company has started a new business in china thus they require an urgent
software developer. The company first assesses the candidate because the major work has come
from customer’s referral. The company is having big budget and KROs are defined so the
company will adopt targeted group recruitment. The software developer is required to double the
software count so that the new business in china and the existing business in Singapore are
handed successfully. The skilled software developer should be good at writing programs because
they are very crucial, and bad programs are having a problem of bugs which directly impact on
the goodwill of a company. The reputation building is very necessary for the new business in
china. The main KSOs require the ability to work on different system applications, good
knowledge of Sys plus, review and analyzing capabilities. The internal recruitment strategy is
required to locate viable internal job applicants. The strategy is conducted within the constraint
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INTERNAL RECRUITMENT
of general eligibility criteria for the flexibility in a process (DeVaro et al., 2013). It includes
closed, open internal recruitment and targeted groups.
The company should adopt targeted recruitment strategy because it will help in focusing targeted
segment within the organization who can be interested in this profile. This is likely to save our
resources. The search is conducted outside the job posting system in which large applications are
received which is shortlisted on the basis of KROs. HR council discusses the open positions and
requirement of the profile of the company which helps to identify the right candidate internally.
The targeted strategy is chosen over open and closed recruitment because the recruitment is for
new business in china so the company will recruit a right candidate according to the KROs from
within the company who understands the work culture. The advantages of targeted group include
a personal approach to each applicant and it also facilitates in narrowing the pool of potential
applicants which helps in concentrating the efforts of selecting eligible applicant. The
recruitment sources include job postings, nominations, skills inventory, in-house temporary pool,
employee referral, intranet and intra-placement, and replacement and succession plans. The
communication message includes targeted, realistic and branded message. The realistic message
is chosen for the recruitment of software developer because message includes a realistic view of
job which considers the techniques require positive and negative aspects of the job. The realistic
communication message helps in identifying the description of a vacant post but the message
also includes negative aspect which is a disadvantage of realistic message (Wiegers et al.,
2013).The medium for internal recruitment includes internal job posting, written document,
informal system, potential supervisors and peers, recruitment brochures, advertisement,
organizational websites, and others.
CONCLUSION
Sysplus should adopt targeted recruitment strategy for the internal recruitment of software
developer. The company should adopt a proper roadmap for the recruitment process. Few actions
need to be taken by the company includes proper consideration on strategy building because it is
very crucial stage so the company should made a strategy according to the needs and
requirements of a particular vacancy. The learning point from this process includes the
importance of internal recruitment which helps in building the goodwill of a company.
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INTERNAL RECRUITMENT
References
DeVaro, J., & Morita, H. (2013). Internal promotion and external recruitment: a theoretical and
empirical analysis. Journal of Labor Economics, 31(2), 227-269.
Hampson, L., Williamson, P., Wilby, M., &Jaki, T. (2015). Recruitment progression rules for
internal pilot studies monitoring recruitment. Trials,16(2), 1.
Wiegers, K., & Beatty, J. (2013). Software requirements.Pearson Education.
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